Position Details:-

Designation :-Manager Talent Solutions

Location- Ahmedbad

Industry Focus- Manufacturing

Reporting To -Senior Manager Talent Solutions

Role Type- People manager leads a recruitment team on the account Team Span -10+ recruiters

Hiring Volume- 1,000 1,500 hires annually across multiple business functions

Experience- Required 10+ years in recruitment or RPO, including experience leading a team of 10+ recruiters

Working Pattern- Monday to Friday from office; Saturdays from home, with the occasional Saturday in office during hiring drives or client visits.

Role Purpose

Own the talent acquisition mandate for an assigned manufacturing account delivering the hiring plan to SLA, keeping the client successful enough to renew and grow, and building a team that meets its targets .

Key Responsibilities

Delivery and Client Outcomes

Deliver the client's annual hiring plan in full, without trading quality for volume. Fill roles within the contracted SLA for each role band. Review requisitions ageing beyond 30 days weekly, with cause and recovery plan, and flag SLA risk to the client early.

Monitor funnel conversion at each stage and fix the weak stage rather than raising submission volume. Hold offer-to-join conversion at 85% or above. Keep ATS records current with same-day candidate status updates.

Maintain governance and compliance with zero audit exceptions on the account

Sourcing and Talent Pipeline

Source hands-on for critical and niche mandates; head-hunt what portals cannot fill.Keep ready pipelines for repeat-demand and hard-to-fill roles. Introduce one new sourcing channel each quarter and report its yield. Drive team use of AI sourcing tools CV matching, Gen AI Boolean strings and adverts, automated outreach and measure their yield.



Map skills and sub-skills for every active requisition before sourcing begins .

Reporting and Dashboards

Publish a weekly delivery dashboard: open roles, ageing, funnel conversion, offers in hand, SLA status. Produce the monthly account MIS: plan against actuals, TAT by role band, source mix and yield, joiner attrition. Run the quarterly business review: delivery against plan, team capability, next-quarter forecast. Keep one source of truth the client dashboard and the ATS report must reconcile.

Client Partnership and Governance

Run the weekly requisition review with hiring managers and the monthly review with client leadership; own every escalation on the account. Share market intelligence talent availability, compensation movement, competitor activity each month. Present few, well-assessed profiles rather than high CV volume.

Develop a working understanding of the client's operations, functions and role landscape, enough to represent opportunities credibly to senior candidates. Uphold the client's employer brand through a consistent candidate experience and timely decisions, whatever the outcome

People Management

Set KPIs for each team member on the HRMS and manage performance against them. Share the quarterly scorecard with the Performance Management team on time. Run regular team engagement and connects beyond work. Build and review a career path for each team member.



Maintain a capability plan per recruiter skill level, gaps, training to close them reviewed quarterly with Taggd Academy. Hold voluntary attrition within the team at or below 15%

Candidate Profile

This role suits someone who has already run a high-volume recruitment account of comparable size and scale. The successful candidate will:

Bring 8+ years in recruitment or RPO, including experience leading a team of 10+ recruiters through a full annual hiring plan.

•Have hired at volume in manufacturing, with a transparent view of where the talent sits, what it costs and why offers fall through in the sector. This sector exposure is a requirement of the role, not a preference.

- Build credible working relationships with business heads and senior HR stakeholders, and guide hiring decisions with data.
- Know the sourcing landscape well head-hunting, Boolean and advanced search, portals and professional networks and coach the team to use it effectively.
- Read funnel data well enough to spot a weak stage early, identify the cause and put a recovery plan in place.
- Drive the team's use of AI-enabled sourcing tools CV matching, Gen AI Boolean strings and adverts, automated outreach — and measure what each one actually yields.
- Run the weekly delivery dashboard and the monthly account MIS, and act on what the numbers show rather than only reporting them.
- Build recruiter capability — identify skill gaps across the team, coach against them and add capability where the plan needs it.
- Own the measures the client judges the account on — hiring plan fulfilment, TAT and SLA management.
- Be a graduate; an MBA or PGDM in Human Resources is preferred

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